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San Francisco Compute builds and operates GPU clusters and supercomputers, offering flexible leasing contracts that allow customers to sublease capacity—solving the long-term commitment and financial risk problems endemic to traditional cloud GPU providers. The company operates a hybrid model combining technical infrastructure ownership with market-like flexibility, serving both direct customers and financial partners seeking returns on compute infrastructure investments.
You will own the full talent acquisition function for this fast-growing deep tech company. This is a build-and-run role: you'll carry a live requisition load yourself from day one—writing outreach, running screens, and closing offers—while simultaneously designing the repeatable hiring engine that will scale to fifty-plus hires. You'll start solo, leveraging agencies and sourcing partners for capacity, and build a team underneath you as volume justifies it. You report to the People Leader and partner closely with People Operations and the Office Manager.
Key responsibilities include: owning full-cycle recruiting for technical and strategic non-technical roles; partnering with hiring managers to define requirements and hold the hiring bar; building repeatable sourcing motions, interview structures, scorecards, and closing strategies; managing the recruiting stack (currently Ashby) including data integrity and tooling assessment; managing agency relationships and budgets; owning candidate experience from outreach through offer acceptance; developing talent brand through content, events, and communities; using pipeline data to operate proactively; and scoping and building the talent team as hiring volume demands.
The company's leadership includes senior technical talent from Lambda, Crusoe, Digital Ocean, AWS, and Hut8, with a CTO who co-founded Voltage Park. The team has deployed 8GW of datacenter capacity and hundreds of thousands of GPUs across prior roles. This is a role suited for someone energized by ambiguity who prefers diagnosing and rebuilding messy pipelines over maintaining polished processes. The scope will expand alongside company growth.
The role is located in the SF office with hybrid flexibility (minimum three days per week in-office).
REQUIREMENTS:
- 8+ years of full-cycle recruiting experience, including time at a high-growth startup, talent-dense engineering organization, or top-tier search firm
- Proven track record closing hard-to-fill technical roles; ability to hold your own in conversations with infrastructure/systems engineers and assess candidate credibility
- Experience owning a recruiting function (not just a req list): ATS ownership, process design, reporting, agency management
- Track record building and managing a small talent team (sourcers, coordinators, recruiters)
- Comfort operating at multiple levels: advising on comp strategy one hour, writing sourcing outreach the next; no work is beneath you
- Ability to distill complex technical problems into compelling pitches for candidates
- Real conviction about talent quality and culture fit over hitting numbers; judgment to say "no" when warranted
- Fluency with modern recruiting tools (Ashby, LinkedIn Recruiter, Gem/Juicebox, Slack, Notion) and data-driven problem spotting
STRONG CANDIDATES MAY ALSO HAVE:
- Experience as founding or first recruiter at Series A–C AI, deep tech, or infrastructure company
- Track record running employer brand work that measurably moved inbound pipeline
- Experience hiring across technical and non-technical functions (engineering, GTM, ops, G&A)
- Hands-on Ashby experience
